Overview

Enhancing HR practitioners' analytics skills at an enhanced level in order to fully leverage on the power of analytics for HR decision making

Adopting analytics to improve HR decision making is the hottest topic for HR professionals today. Early adopters of HR analytics create a people advantage for their companies. Forward-looking companies such as Google, Starbucks and AT&T have adopted such data-driven approaches to make better people decisions which set themselves apart from their competitors.

Despite the benefits HR analytics bring to companies, there are insufficient HR professionals who are able to perform this function effectively. In a recent study undertaken by Dr. Alec Levenson from the University of Southern California, it was found that only three percent of HR practitioners can perform advanced multivariate analyses. Another study of three thousand HR professionals representing the entire Fortune 1000 companies undertaken by the Organisational Intelligence and Drexel University found that respondents rated advanced organisational research as an area they find more difficult to perform.

To fully leverage on the power of analytics for HR decision making, HR practitioners need to be equipped with the competency in order to undertake the work. Competency levels may be classified as foundation level, which allows the practitioner to undertake most descriptive data analyses, and advanced level, which allows for analyses that yield predictive and prescriptive insights. Insights of the latter forms are the most useful and can translate into the greatest competitive advantage for companies.

Programme Objectives

Objective 1:

To raise the competency level of HR practitioners to an advanced level so that they can leverage on an array of analytical tools suitable for decision making in the HR context. More specifically, the application of advanced analytical tools taught in this programme will allow insights to be obtained that will benefit companies in the following ways:

To assess the ROI of HR initiatives. Additionally, knowing the ROI of initiatives enable the practitioner to focus only on initiatives that yield the best outcomes for the organisation.

To identify the key factors (traits) that discriminate between high performers and weak performers in every function e.g. sales function. This raises recruitment effectiveness and also allows resources to be channelled to those with the highest potential.

To identify key organisational influences that impact employees’ satisfaction and engagement. Such insights allow for the development of positive work climates which will lead to higher individual performance and, consequently, organisation success. Additionally, this will also lead to lower employment turnover and, consequently, reduce insurance premiums.

To develop behavioural key performance indicators for employees in various functions by linking customer satisfaction to employee behaviour.

To raise customer satisfaction by applying insights to improve employee-customer interaction quality. For instance, better matching of relationship managers in a bank with clients of different profiles, and better matching of customer-facing retail staff with a company’s various customer groups in different retail departments.

Objective 2:The highly competitive business climate today demands that the best employees are recruited. To this end, companies often rely on psychometric profiling of employees to identify traits suitable for certain job functions. On its own, the use of psychometric profiles may be inadequate for such purposes. The use of data modelling methods addressed in this programme aims to develop better employee performance models by using psychometric profile data as one of the many input sources, in addition to demographic characteristics, employment history, preferences etc. to develop good predictive models to aid recruitment, and job matching functions.

Objective 3:To provide participants with the knowledge and skillsets in helping them conceptualise analytics application for HR confidently. Participants will develop their thoughts in this area through an exposure to HR analytics practices of companies and the discussion of HR cases used in the programme.

Topics/Structure

This is a highly interactive programme where class sharing, discussion and exercises will be employed alongside with analytical softwares (SPSS and WrapPLS) hands-on practices to help participants gain a good grasp of HR analytics.

Development of advanced level analytical competencies (hands-on with SPSS, WarpPLS and PERMAP). Gaining competences in these areas will allow the benefits mentioned in the programme objectives to be achieved. The coverage of the scope of analyses includes but are not limited to the following:

Translation of HR issues into analytical issues (development of analytical thinking). This development will be in the form of presentations by the instructor, case studies discussed by participants and the reflection of how analytical methods can be used in their companies.

Who Should Attend

This programme is designed for HR professionals who have a foundation in quantitative analysis. For instance, taken statistics and quantitative research modules (e.g. Marketing Research) during undergraduate degree studies.

Assessment

The programme is intensive and assessment-based. Participants have to meet a minimum attendance rate of 75% and are required to undergo an individual assessment at the end of the programme. The individual assessment will include a written component that assesses analytical thinking and a practical component that assesses analytical competency. Only upon meeting the minimum attendance rate and passing of the assessment, will participants be issued the Certified HR Analytical Professional Certificate.

Participants who failed the assessment will be given a chance for re-assessment at a re-assessment fee of SGD481.50 (incl. 7% GST). Each participant is allowed up to 2 re-assessments. The first re-assessment has to be taken within 1 month following the last attempt and will be held on a weekday specified by SMU Academy.

Participants who meet the minimum attendance rate but do not achieve a pass for the assessment will be issued a Certificate of Participation.

software used during the programmes (installed in SMU's computer systems)

1 assessment per person for the programme

Re-assessment fee at SGD481.50 (incl. 7% GST) per attempt, up to a maximum of 2 re-assessments per person.

The first re-assessment has to be taken within 2 weeks after the notification of result. The first re-assessment will be held on a weekday specified by SMU Academy and conducted from 6.30pm to 8.30pm.

SkillsFuture Credit

Singapore Citizens aged 25 and above, and self-funding may use their SkillsFuture Credit (up to SGD500) to defray part of the course fee. With effect from 19 May 2017, SkillsFuture Credit claim will only be paid directly to the training provider from SkillsFuture Singapore. Claim should be submitted via the Training Exchange (click here) and SMU Academy has to be informed on the Claim ID no. and claim amount in order for the correct payable course fee amount to be reflected on the invoice. Please click here for the User Guide on how to claim for SkillsFuture Credit.

IMPORTANT For the Certified HR Analytical Professional programme, please search for course code CRS-N-0044317 for your SkillsFuture Credit claim submission.

Absentee Payroll

Companies who sponsor their employees for the programme are eligible to apply for absentee payroll via the SkillsConnect system. For more information, please visit SkillsConnect.

Enhanced Training Support for SMEs

SMEs must meet all of the following criteria:

Organisation must be registered or incorporated in Singapore

At least 30% local shareholding by Singapore Citizens or Singapore Permanent Residents

Employment size of not more than 200 (at group level) or with annual sales turnover (at group level) of not more than SGD100 million

Trainees must be hired in accordance with the Employment Act and fully sponsored by their employers for the course

Trainees must be Singapore Citizens or Singapore Permanent Residents

Union Training Assistance Programme (UTAP)

All NTUC union members and self-funding are eligible for UTAP funding (up to SGD250 per annum). Please click here for more information on UTAP and application.

Schedule

Start Date(s)

19 Nov 2018 (Mon)

08 Apr 2019 (Mon)

Intake Information

Intake 1

09 – 13 Apr 2018 (9.00am – 5.00pm)

Fully Subscribed

Intake 2

19 – 23 Nov 2018 (9.00am – 5.00pm)

Fully Subscribed

Intake 3

08 – 12 Apr 2019 (9.00am – 5.00pm)

4 Seats Left

Speaker/Trainer Bio

Raymond is a thought-leader in the field of customer and human capital analytics. He is sought after as a speaker by international conference organisers in these specialised fields. He regularly contributes to the Singapore Business Review in the area of customer and HR analytics.

He is the Chief Executive of Blue-dge Analytics and Consulting, a company formed by a team of high calibre research and advisory staff to offer consultancy and advanced research services to clients. In 2005, London Weekly Telegraph regarded it as the “best-in-class, dynamic, exciting and shaking up the world of insights”. Other publications such as the Singapore Business Review had regarded his company as the ‘gem of top companies’. In 2009, Dr. Teo received the Spirit of Enterprise award in Singapore. He had leveraged on his expertise in the field of data analytics and expanded his consultation to include both customer analytics and HR analytics, with the latter being an important focus for his company now.

Raymond obtained his Ph.D. from the University of Western Australia, MBA degree from the University of Strathclyde and Bachelor degree from the National University of Singapore. He is also an adjunct faculty of SMU, offering insights and analytics related programmes at both undergraduate and postgraduate levels.

Testimonials

The Certified HR Analytical Professional (Advanced) course effectively equips me with the technical competencies and confidence to transform data into actionable insights that would directly improve critical people and organisational outcomes. Dr Teo has been excellent in explaining complex concepts and extremely patient with a good dose of humour.

Prof Teo was really insightful and clear in explaining key concepts to us. He kept a very good balance for the course in terms of statistical concepts and analytics models.

Melvyn Tan

Senior HR Manager, Publicis Media

The course is extremely relevant in today’s HR context, and will definitely be valuable for HR professionals.

Melissa Chua

Learning and Development Officer, DFS Venture Singapore

This is a great course!

Ong Siang Long

Senior Consultant, PwC Singapore

The program has exceeded my expectation. It has addressed the "what" to analyse and more so on the "how" to analyse. The technical aspects are seemingly profound and fundamental but all the coursework is well facilitated with case study and practices, and with good guidance from the trainer who is exceedingly qualified for the subject. Dr Raymond Teo is very engaging with the learners and able to explain the technical concepts and linkages very well so the learners can understand and appreciate the science and art of analytics. The trainer definitely has a very significant impact on the learning outcomes of the students (p=0.000). This program has many practical and useful key takeaways for learners to jump start the analytics right away at work. The training administration was also meticulous in every aspect.

Koh Jaslyn

Additional Details

Certified Professional Business Manager (CPBM)

The Certified HR Analytical Professional programme is part of the Professionals Management Toolkit (PMT) Series. Participants who successfully complete 6 programmes offered by SMUA-HCML within 5 years will receive the Certified Professional Business Manager (CPBM). For example: